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For the extraction of transport parameters from Time‐of‐Flight (TOF) measurements a simulation and optimization program was developed that uses the principle of Inverse Modelling. The model describing the physical transport processes in an amorphous device is discussed as well as the implementation of the simulator in the dataprocessor and optimization driver PROFILE. As an example a simulation of TOF measurements at an amorphous p‐i‐n solar cell is shown.

This paper aims to present investigation on textured polyimide (PI) substrate for enhanced light absorption in flexible black silicon (bSi).

Flexible bSi with thickness of 60 µm is used in this work. To texture the PI substrate, copper-seeding technique is used. A copper (Cu) layer with a thickness of 100 nm is deposited on PI substrate by sputtering. The substrate is then annealed at 400°C in air ambient for different durations of 60, 90 and 120 min.

With 90 min of annealing, root mean square roughness as large as 130 nm, peak angle of 24° and angle distribution of up to 87° are obtained. With this texturing condition, the flexible bSi exhibits maximum potential short-circuit current density (J_max) of 40.33 mA/cm², or 0.45 mA/cm² higher compared to the flexible bSi on planar PI. The improvement is attributed to enhanced light scattering at the flexible bSi/textured PI interface. The findings from this work demonstrate that the optimization of the PI texturing via Cu-seeding process leads to an enhancement in the long wavelengths light absorption and potential J_max in the flexible bSi absorber.

Demonstrated enhanced light absorption and potential Jmax in flexible bSi on textured PI substrate (compared to planar PI substrate) by Cu-seeding with different annealing durations.

The purpose of this paper is to define what factors cause willingness and/or resistance among lecturers in universities towards external evaluation systems, especially accreditation.

A model has been designed to describe possible factors of willingness and/or resistance towards accreditation based on Ajzen and Metselaar. A literature review has been undertaken on the effects of external evaluation like ISO 9000 as well as accreditation systems such as Accreditation Board for Engineering and Technology and European Quality Improvement System. A questionnaire has been administered to a group of 63 lecturers from three departments at Fontys University in The Netherlands. The results of this preliminary survey have been presented to 1,500 academics in The Netherlands and Flanders to collect empirical data.

Resistance to accreditation can be found in the consequences of accreditation for the work of the lecturer (workload), negative emotions (stress and insecurity); the lack of knowledge and experience (help from specialists is needed); and lack of acceptance (other paradigm).

The paper provides more insight into the difficulties that organizations, especially universities, have to commit their employees to external evaluation. It might be possible to generalize the findings to other professionals in other organizations. Little research in this field has been undertaken so far.

The purpose of this paper is to describe the development and application of the KIPP-list of care activities. The acronym KIPP stands for Knowledge and Insight into Primary Processes. The instrument is intended as a tool for family coaches to systematically report care activities conducted in the Dutch family support programme Ten for the Future (in Dutch: Tien voor Toekomst).

The design of the instrument was based on the components of the programme and a literature search for similar instruments used in the Netherlands, complemented by a staff survey. A series of three studies was carried out to test the instrument’s validity and user-friendliness, and to assess its potential for programme evaluation.

The majority of care activities were performed in cooperation with one or both parents alone, and less frequently with children or external professionals. Although the main focus of the work of the family coaches fell into the categories of “collecting information” and “working towards (behavioural) change” with families, the relatively high frequency of all the types of care contacts emphasises the intensity of this family support programme with a complex target group.

Data gathered with the instrument provided meaningful information by descriptive analysis. KIPP thereby proved its general feasibility in increasing insight into service provision. The instrument can be useful in several stages and on several levels of quality assurance and service optimisation, including reflective practice, supervision, team management and research.

The COVID-19 pandemic has highlighted the relevance of the intersections between work and personal life. Measures introduced to slow the spread of COVID-19 have included an increase of working from home and the temporary closure of schools and child-care facilities, leading to a lighter workload for some and a heavier workload for others. These consequences are likely to affect employees’ work–life balance (WLB), although the impact may differ across groups of employees depending on the nature of their work, family and personal demands and resources. This mixed-method study examined how Dutch government employees perceive their WLB during the pandemic and how differences in what employees are experiencing can be explained. In May/June 2020, an online survey (N = 827) and an interview study (N = 17) were conducted at a government organization whose employees were obliged to work from home partly or exclusively. Results indicate that demands changed when working entirely from home and resources became more important to maintain WLB satisfaction. Being able to manage boundaries across life domains and find a new routine also appeared to be crucial for WLB satisfaction.

Researchers in management regularly face modelling issues that involve double-moderated mediation models. Here, the author illustrates how to conceptualise, specify and empirically estimate mediation effects when having to simultaneously account for continuous (Likert type) and nominal (i.e. group) moderator variables. Researchers’ estimates of the mediation effects suffer serious bias because of the effects of unaccounted confounders. This is an issue that plagues management research, and this study aims to show how to address these valid reservations for its focus models. In aiming to inform a wider management audience, the study deliberately uses the rich context of a focus case as this allows the author to clarify the nuances that management researchers face applying double-moderated mediation models. Specifically, the study’s focus case is on professionals’ willingness to implement a new government policy. The study also combines traditional and Bayesian statistical approaches and explains the differences in estimation and interpretation that are associated with the Bayesian approach. Explaining, and exemplifying the use of, the models, the author focuses on how one can substantially increase the robustness of the methods used in management research and can considerably improve the quality of the generated theoretical insights. The study also clarifies important assumptions and solutions.

The study uses a doubled moderated mediation Bayesian approach, and draws the sample data from a population of 5,199 professionals, all members of either the Dutch Association of Psychologists or the Dutch Association for Psychiatry. The data collection process resulted in 1,307 questionnaires being returned, a response rate of 25 per cent. All the items were measured using a Likert scale, ranging from “strongly disagree” to “strongly agree”, unless stated otherwise.

Explaining, and exemplifying the use of, the models the study focuses on how one can substantially increase the robustness of the methods used in management research and can considerably improve the quality of the generated theoretical insights.

This is an original approach exemplified for wider use by management researchers.

The purpose of this paper is first, to test the validity of a new scale measuring the construct of meaning‐making, defined as the ability to integrate challenging or ambiguous situations into a framework of personal meaning using conscious, value‐based reflection. Second, to explore whether meaning‐making is distinct from other personal resources (self‐efficacy, optimism, mastery, meaning in life), and coping (positive reinterpretation, acceptance). Third, to explore whether meaning‐making facilitates work engagement, willingness to change, and performance during organizational change.

Cross‐sectional survey‐data were collected from 238 employees in a variety of both public and private organizations.

Confirmatory factor analyses showed that meaning‐making can be distinguished from other personal resources, coping and meaning in life. Regression analyses showed that meaning‐making is positively related to in‐role performance and willingness to change, but not to work engagement, thereby partly supporting the hypotheses.

The paper focuses on meaning‐making that has not yet been studied empirically in organizational change settings. It shows that the new construct of psychological meaning‐making is related to valuable employee outcomes including in‐role performance and willingness to change. Meaning‐making explains variance over and above other personal resources such as self‐efficacy, optimism, mastery, coping and meaning in life.

The purpose of this study is to theoretically analyze the laminar free convection heat transfer of nanofluids in a square cavity. The sidewalls of the cavity are subject to temperature difference, whereas the bottom and top are insulated. Based on the available experimental results in the literature, two new non-dimensional parameters, namely, the thermal conductivity parameter (Nc) and dynamic viscosity parameter (Nv) are introduced. These parameters indicate the augmentation of the thermal conductivity and dynamic viscosity of the nanofluid by dispersing nanoparticles.

The governing equations are transformed into non-dimensional form using the thermo-physical properties of the base fluid. The obtained governing equations are solved numerically using the finite element method. The results are reported for the general non-dimensional form of the problem as well as case studies in the form of isotherms, streamlines and the graphs of the average Nusselt number. Using the concept of Nc and Nv, some criteria for convective enhancement of nanofluids are proposed. As practical cases, the effect of the size of nanoparticles, the shape of nanoparticles, the type of nanoparticles, the type of base fluids and working temperature on the enhancement of heat transfer are analyzed.

The results show that the increase of the magnitude of the Rayleigh number increases of the efficiency of using nanofluids. The type of nanoparticles and the type of the base fluid significantly affects the enhancement of using nanofluids. Some practical cases are found, in which utilizing nanoparticles in the base fluid results in deterioration of the heat transfer. The working temperature of the nanofluid is very crucial issue. The increase of the working temperature of the nanofluid decreases the convective heat transfer, which limits the capability of nanofluids in decreasing the size of the thermal systems.

In the present study, a separation line based on two non-dimensional parameters (i.e. Nc and Nv) are introduced. The separation line demonstrates a boundary between augmentation and deterioration of heat transfer by using nanoparticles. Indeed, by utilizing the separation lines, the convective enhancement of using nanofluid with a specified Nc and Nv can be simply estimated.

The purpose of this paper is to develop a standardized, psychometrically sound instrument for the emerging construct of change recipient proactivity (CRP), using a deductive approach.

Using a systematic item-development framework as a guide (i.e. item generation, questionnaire administration, item reduction and scale evaluation) and based on a sample of 414 white-collar employees, this paper discusses the development and validation of an instrument that can be used to measure change recipient’s proactive behavioral responses to planned change efforts.

Results suggest that our proposed CRP scale is internally consistent (reliable) and valid in that it is conceptually distinct from, yet empirically correlated with neighboring constructs such as affective commitment to change, readiness for change and proactive personality.

The findings illustrate that change recipients can demonstrate proactive behaviors in response to change efforts. However, this study’s contribution is only a first step, requiring further theoretical and methodological refinement of the scale in different contexts.

The deductive nature of our study resulted in a comprehensive and domain-specific scale assessing recipients’ proactive responses to organizational change efforts. This opens doors to empirical studies on examining the conditions under which change recipients “may” step outside the boundaries of passivity to respond positively and proactivity to organizational change efforts.

This paper seeks to find out which factors influence the willingness of professionals to contribute to a certification process and to understand the rationale behind this willingness.

Based on literature, prerequisites are formulated for the willingness of professionals to contribute to certification. These are compared with the results of a study among lecturers at Universities of Applied Sciences in The Netherlands and Flanders about their willingness to contribute to accreditation of their schools. This study combines survey and Delphi research.

Professionals agree on the added value of certification systems. They are willing to contribute to the certification process, provided that a set of conditions is fulfilled.

The case focuses on large organisations for which certification is obligatory. The findings may not apply in small or medium‐sized organisations or if the main driver for certification is internal improvement. Further research is needed to verify the generalisation of the results to other sectors and countries.

Research has shown that it is difficult to motivate professionals to contribute to certification. Little research has been done on the reasons why. The paper provides more insight into the difficulties that organizations face to commit their professionals to become involved in certification and turns these into requirements to be fulfilled to achieve commitment. These are relevant for organisations, which need the support of their professional employees to achieve management system certification.